There are more articles, books and posting out there on engagement, creating engagement, the benefits of creating engagement, and so on than I can count. So, of course, I’m going to write a post about engagement (Once in a while, I do like to suppress my contrarian urges and go along with the crowd). Instead of yet another voice telling you how to generate engagement, however, here’s a tale of how to make sure it gets utterly destroyed:
A friend recently told me that, at the employer she has been with for years, and after having recently completed a graduate degree that the company funded, during her Annual Review (a practice that, all by itself, tends to smother engagement anyway. Click here for good reading on the subject) she was penalized….yes, actually penalized, for seeking other opportunities within the company. “Clearly, you’re not happy here,” she was told. “Everyone else is doing good work because they are committed to their position.” and, with that, she received a less-than-stellar review that impacted her income, of course. During the course of the year other people had transitioned to new roles both into and out of that department, leaving her flabbergasted at the comments in the appraisal.
My poor friend’s predicament left me wondering how, in an era where engagement is so widely and openly discussed, any employer can seek to crush its people’s ambitions? Clearly, this person was not disloyal – after receiving advanced education she was looking to return that value to the company by applying it internally (something she had limited opportunities to do in her current role). Nonetheless, she was chastised and punished for trying to bring greater value to the company and create her own sense of engagement by taking on a more challenging position (because, obviously, no one was much interested in creating that sort of engagement for her).
I heard this story right on the heels of a great Fast Company article describing how many employees are now forced into faking enthusiasm. Clearly, as both the article and my friend’s experience demonstrate, the situation with regard to engagement is getting worse instead of better. Also, if you want people to be dedicated, celebrate their ambitions. Chris Seper recently placed a very popular article on LinkedIn speaking to the situation directly: “Why I celebrate when my employees leave”
Here’s a tip for those who are still struggling with the concept: Engagement….or passion…or loyalty…or whatever word you want …. is not about appearances. Nor is it something that you should rely on people creating for themselves, because such things are not brought about through the perserverance, discipline and dedication of employees. Perserverance, discipline and dedication are the results of employee engagement, not the inputs.